tv [untitled] May 4, 2012 4:00pm-4:30pm EDT
but another problem is we are completely unrealistic about what we can attain. and i'm not sure why question that, but it is continual. my husband works at usaid and he's constantly battling with all of the people who are in the bureaus that are responsible for some of the different progress matt tick areas. because they always want to vastly sort of inflate the likely achievements of their programs. and i don't know why we do that except for perhaps because we want to persuade congress that we're worth investing it in. i'm not sure. but we're in the realistic about what we can actually hope to achieve with our money. >> and i have stroonk perspective on why we do that and for those of us who come into the world and want to make the world a better place, we all do need a personal source of optimism to continue to get up in the morning and work on these
terrible things. so we're sort of sometimes guilty of externalizing our own optimism. and in this work where we don't live in a dictatorship, we do have to persuade people, we're constantly living on the knife edge of what is and what ought to be. and the very great challenge that we have in this work anytime we are talking about it and promoting it is giving an expression that's realistic that won't lead to disappointment, but that's also hopeful enough to get your audience excited and wanting to come with you. and i think that's the core dilemma we all face in this business. it reads us down pretty unhelpful directions. >> i'm sorry to report that we are out of time. i'd like to apologize to the -- [ applause ] i'd like tole po bomapologize t people in the balcony who had questions that didn't get
answers, but i'd also like to thank our panel. so thank you very much. >> applause. >> [ more from the university of colorado's world affairs conference. this panel looks at women in the workplace. you'll hear from the former female managing director of apple in australia. the woman who created take your daughters and sons to workday. and others on pay equity, i did versity, and women in leadership. this is an hour and 20 minutes. welcome, everyone. i believe it's time to start. let me start out by saying my name is sharon adams.
i'll be moderating the session. and it is wednesday, april 11th at noon in old maine. and the number of our panel is 3412 and the title is women in business, a seat at the table. before i start in with the introductions, i just want to make an announcement that any students that are in my classes need to sign up at the door. there should be a clipboard for you to sign up. okay. so we're very, very pleased to have the panelists here with us today. i think it's a very lively topic. we're going to start out by having our first speaker whether be donna morton. she has extensive experience? building relationships betweenw be donna morton. she has extensive experience? building relationships between business and nonprofits, communications and government relations, and she was recently recognized as a leader in social change innovation. and also i want to note that she
was -- she is an unreasonable fellow at the unreasonable institute here in boulder, colorado. and second we have di ryall. di is passionate about inspiring leadership. she is working on inclusive workplaces and the success of women. this led her to both to found the explorer for success which works mainly in the corporate sphere and emerging women leaders and to be on the founding board of dress for success. she's the managing director of apple australia. she has been the managing director for apple australia from 1997 to 2001. and then our third speaker whether be joe muse. jo is a leader in multicultural
advertising focusing on multicultural intelligence which addresses diverse market segments. he's produced works for clients such as american honda motor corporation, nike, mgm, and the u.s. army and the white house. and he also runs an organization where 70% of the employees are women including the executive director. and the ceo, i believe. and then we have finally marie wilson. marie is the found er and president of the white house project in order to build richly diverse generally representative democracy and the white house project is important to note that it spans politics, which is business and the media. she's also the creator are take our daughters and sons to workday and the automatic author
of the book closing the leadership gap.automatic author of the book closing the leadership gap. we'll begin with our first speaker. >> can you hear me? i've had a very unusual career. and some would argue unreasonable career path. including my family who think everything i've done is unreasonable and unruly. i started my career working for green peace and actually went to jail every five weeks for two years. and i learned a lot about being a woman inside that particular container. green peace has a lot of male energy and the idea of sort of direct action and the sort of confrontational nature of what green peace does is complex i think for women, but was actually very foundational for me, very important, the idea of
learning how to say no as a woman, powerfully, with dignity. including using your body to say no because that's a part of what direct abc is doing was actually very foundational. and i spent a lot of years working in other softer environmental organizations, sierra club, a whole series of green movement career paths opened up for me. and then i hit a wall. i hit a place where i realized that my background as a woman, my interest in economics, my hair heritage were out of step in some ways with aspects of the environmental movement. i wanted to sort off in a new direction. and i fund tound the only way t
that was as an entrepreneur. so i started a series of first nonprofit organizations and now recently a business. and i think that's something really powerful as a woman being able on define the terms of the work on my terms. and that's really what i think invited me into the entrepreneurial space. and why i'm frequently encouraging particularly young women to look at their lives and maybe see their entrepreneurship energy. i think often women aren't as encouraged to be entrepreneurs as men historically. but some of the most amazing particularly social entrepreneurs i've met over the last decade have been women and women from all over the world. several people in the audience and people on the panel are familiar with this really innovative company out of pakistan called bags for bliss.
and they're highly unreasonable, brilliant ceos. a woman from pakistan educateded a m.i.t., two degrees and went back to pakistan. and she went back to change the face of business in pakistan. but also open up opportunities for girls and women. and i'm going to bring up my purse. this is one of the bags that this school this pakistan makes. they basically use the lure of the beautiful handbag and if thin want this is bag or a bag like it see me later about and they use will ithis in-credit e piece of women's fashion to drive peace in pakistan.end piee of women's fashion to drive peace in pakistan.
they pay their families the same wages that they would have got to work 10 hours a day. and then they send them to school for seven hours a day. one additional hour a day, they learn high end embroidery that gets turned in to these bags and the bags get sold to pay for the entire process. i think that's a fabulous example of women this business. of whole people doing whole work. bringing all of themselves. salva brought everything she knows about economics and business to bear, but she also brought everything she knows as a human being. and her desire to see girls lifted into her business model. and i think that's one of the pieces that i'm seeing over and over again that women do differently. part of the design of the company that i'm the ceo of right now is to build an energy company that actually hands the
power of clean technology, clean energy, to in-dindigenous communities. i work in canada. and in essence we do that through this kind of complex model. it's not just an energy company. we use clean energy as a platform to build skills and capacity, to build jobs, and to incubate businesses in the communities. and a lot of the people that we train and develop are women in these communities. actually a lot of the chiefs and counsel that we work most closely with are women's communities. and some of the most kind of brilliant political leaders i can think of in north america are several women chiefs of native tribes in canada who are also these complex women who bring their respect for elders, their reverence for culture and their desire to create jobs in
their communities, but on their own terms. and so i think there is something that actually goes back to women's brains. and this is for you, george. there is something in women's brain chemistry and the science that's very abundant about women's brains that i think is part of why we do complexity in everything we do, but particularly in a business context differently. that that's actually evidence that women have more white matter, more of the entintercont i have tissue that allows for long term thinks, that connects people.interconnecti have tissu allows for long term thinks, that connects people. connects information and can bring very complex variables to bear. and that's in essence what i'm trying to do with my work is be a whole human being in my work. which means i'm a mother.
which means that what i know about running a company, some of it i learned from raising children. and some of what i know about building teams i know from my work in my family. and i feel like it's time we started to stop pretending that men and women are the same. i just -- i don't believe it. i think lots of us intuitively don't believe it. it doesn't mean we don't have the same capacities, but we manifest those capacities and the way our working world shapes is foundationally different. and i want to wrap up by talking a little bit more about one of the big pieces that i think brings substance to the work of men and women, but i think has a particular role for women in business. and that is the organizational structure of a b corporation.
has anyone heard of a b corporation in the audience? that's a lot actually. so b corporations are businesses, for-profit businesses, that are structured in order to deliver values and complex deliverables. it's not just about money. usual certified in order to be a b corporation through something called the gear certificate indication process which is a little bit complicated, but it's worth it. they want to know you're respectful of the communities you rate in, how many women on your board, how many women executive, how many women, period. what kind of benefits do you have for people who have children. this very complex package that you're certified through in order to be a b corporation. but i think it does something really important. i think it announces the presence of business that's
actually built to achieve good. not businesses doing good on the side which i argue is the case in many corporate social responsibility examples, big companies doing the same old same old can take a tiny portion of profit and put it into something really pretty and green and clean and exciting and progressive as a distraction from their core operations which actually don't have a lot of integrity. but b corporations are designed to have that value proposition sewn and a lot of the leaders are women. and so it's a really sort of phenomenal community to plan. the last thing i want to say to wrap up is when i first got into this sort of space of progressive business and particularly the terrain of social entrepreneurship and then learned bill pact investing, i got really excited. i thought finally there is these i incredible opportunities to grow
and become the new main strain. i learned while women are 50% of the entrepreneurs in the impact space, 7% of the deals go to women. and so i just want to leave you with that particular piece because i'm determined to fundamentally change that and i invite all of you to work with me to change that. thank you. >> i think i'll start by saying 40 years ago, my arrival in america gave me a fabulous gift. and that gift was that they told me i couldn't teach because i wasn't a citizen of the country. i could speak the language i spoke, but that didn't go down too well. i come from australia and i still believe i speak english
regardless of what you may think. what that did for me was totally changed my career direction. and it shook me up in terms of my career. and i got a job as a computer programmer in 1968 here at penn state university. and it breathed in to me a love of technology and a love of what technology could bring to our society that we could actually use tech knowledge to change the way we learn, the way we think, and the way we play. that has born through over the last 40 years to be true. and i'm really excited that i was able to be on that ride. i want to fast forward a little. i've got wonderful stories about a year in portugal and no running water, but i'm not going there. i joined what was a distributor
for aem before apple came to australia and i learned over the first ten years that being a woman in an i.t. industry which was mainly male required me in terms of success to build a wall around myself in terms of my own personality. and it took the next ten years to disconnect that wall and find another person, as well. and i still battled with that. so when i left apple, i started a company called exexplorer's success and we provide programs for young women in some of the biggest corporations in australia. and it is set up as you say, we have ten women facilitators. all of whom work as much or as little as they want. and in fact one of the women that i interviewed and selected
announced she was pregnant with twins about two weeks after i'd said it would be really good if you joined us. so each of those people can work as they want. they can be in sales. they can be in business development. they can be in the facilitation of those programs. they can come up with new ideas for programs. and it is a very different business model. perhaps i'm fortunate the that i'm i'm at this stage in my life that money isn't certainly anywhere near number one in my categories of drivers. but either way, i think one of things women do is they weigh up the outcomes of their entrepreneurial ship in terms of the outcomes they see in social children or some other children. and i've been talking with ernst & young who have their entrepreneur of the year. unfortunately, the first thing is your growth in revenue.
well, i'm sorry, men women entrepreneurs aren't going to talk about that and, b, it's not their driving force. so i don't take a lot of money out of my company. the money is shared around with the women who win the business, deliver the business that way. and we have people who are working in different places remotely, we do have an office. i don't go there because i have a room that looks out over city harbor. and a husband who makes fantastic coffee. so i've moved forward in that way and i absolutely agree with you that corporate social responsibility is often that little tip. but when i look at my work with dress for success, which centers around fund-raising, the thing that frustrates me everyone wants to supts something new. what i actually need is $200,000 to pay for the rent and pay for the administrators. and try to get corporations to
see that sustainability and giving us rental money is just as important as the brand new programming to the jails or the brand new programming with the indigenous women is something i beat my head against every day. so the questions i'd like you to think about, why as a society do we wastetal wlent? why do we waste 50% of the people who went through university? i actually sat across the table from a ceo and i said you should make one of two decisions. you should either work out why the women are leaving your organization in hoards long before they consider having children or quite seriously why employ them in the first place. he was a little taken a back, but again, once you've got lots of gray hair, you can take people aback. australia in number one in the world for educating women.gray
aback. australia in number one in the world for educating women. and way down the list in terms of senior women this senior positions in australia. i was the first manage director of an i. t. company wo waho was female. why do we accept that, why don't our organizations challenge senior level the subconscious bias that senior managers who have are 09% men, but there are some pretty solid women up there, too, who for some reason seem to think that when they got to a senior position, they should lift up the draw bridge after them. why do we accept it as a community? and why don't we have the passion to really change it?
what is wrong? i look at this audience. why is it 90% women? why don't the men at this conference care enough to be here to find out the situation if women? what's driving us and what are our passions on where we want to go? i would challenge that the biggest challenge for us is finding men who will push the agenda. and i'm very proud that in australia, there is a woman who has started a group called the male champions of change. and she has got 12 ceos of significant organizations in australia who have said they're prepared to stand up in the press, in their organization, and talk about why wasting talent has to stop. and until we get women on four different areas, politics,
company boards, senior management positions, and academics, in places that can change our community and the values about community and the way we operate in a consensus way, then i feel sorry for the social area that i have left for my children who are now in their 30s and as i watch my four nearly five grandchildren coming new and guess what after two boys, i now have three granddaughters and one grandson. and i'm really serious that i want the situation to be different for them. they should be able to have families, be in businesses, and on the other hand, men should be able to also do things with their careers that allow them to show a very different side of their character. thank you. [ applause ]
>> what were to happen if men, women, blacks, hispanic, whites, asians and every flavor in between got together and went to work and actually could do their best work because the one thing that they had to carry with them was respect for one another? sounds like a simple experiment. i've been doing that now for 22 years -- actually 26 years. and here's what i found out. one, that that's really there's really no reason to quantify,
stipulate, administrate something that i will never quite understand, i did versity. it just seems to me that's the way everything already is. not regionality. i'm not talking about whether we're all sitting here at the same level of population and concentration here in boulder, colorado. no. i'm saying on the world -- will in the world, there's certainly enough of us to get together and do the work that we do without much concern for things like gender, things like ethnicity tic, things like race. here's what i found out unless this experiment of ours. people act badly. doesn't matter what color and
race they are. i've had african-american men be 13-year-olds with one another. or white guys appear to be well understood but chastised by the rest of the population. or women who use their bodies to achieve without much consideration for when or not that was right or that was wrong. and the one thing that i've determined is that if there was some rule against a-holes working this business, we all would be unemployed. it's okay to have those kinds of sides of ours show up. i also think that if what you do is allow people to achieve and you make some flexibility for the station in life they are,
maybe you would still get great work. for example, what would i do if one of my best copywriters was intoxicated one night and ran his car into a barrier and ended up let's say in jail. he's okay. nobody died. nobody got hurt. and i needed work. b do i slip him a piece of paper and pep still like they did martin luther king jr. in birmingham? you bet i would. same thing applies to women. just because a woman has two children, sick husband, and wants to write copy doesn't mean that when she goes home and she can't drink beer in a bar with
the boys that she conditioan't best work. on the contrary, sometimes the work is extraordinary. sometimes the work is extraordinary when you're in the bus and you're on the way to a meeg meeting. it really doesn't depend on the circumstantial evidence of work. work is what it is when it's presented. leadership. interesting challenges of leadership and we have a bunch of them of different flavors in our group. i can say that for women for the most part, whatever the challenges are, they seem to be driven by a bit more emotion than men. men e men's inabilities are pretty much based on their own physical and mental stupidity. emotiegtion doesn't figure into. it's kind of over the top. so